Original Research

Die individualisme van organisasies: Edward E. Lawler III se bydrae tot die bedryfs-organisasie sielkunde

L. D. Coetsee
SA Journal of Industrial Psychology | : Perspectives on Industrial Psychology| a278 | DOI: https://doi.org/10.4102/sajip.v0i0.278 | © 1976 L. D. Coetsee | This work is licensed under CC Attribution 4.0
Submitted: 27 November 1976 | Published: 27 November 1976

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L. D. Coetsee, Universiteit van Suid-Afrika, South Africa

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Abstract

Lawler's research publications over a large number of topics. His primary scientific interest, however, is job motivation and how it influences human behaviour in the world of work. Lawler emphasizes that the causes of motivational and job dissatisfaction problems are rooted in the fact that organizations are designed for the hypothetical "average person" and that any given labour force possess few, if any, average persons. The various methods which Lawler proposes to individualize organizations are described in this article. It includes new views and recommendations regarding topics such as rewards and fringe benefits, selection, job design and job enlargement, leadership, hours of work and training.

Opsomming
In Lawler se navorsingspublikasies word 'n wye verskeidenheid onderwerpe aangeroer. Sy basiese wetenskaplike belangstelling is egter werksmotivering en hoe dit menslike gedrag in die beroepswêreld beïnvloed. Hy lê klem daarop dat motiverings- en werksontevredenheids-probleme veroorsaak word deur die feit dat organisasies ontwerp word vir die hipotetiese “gemiddelde persoon” en dat enige gegewe arbeidsmag oor min, indien enige, “gemiddelde” persone beskik. Die verskillende metodes wat voorgestel word om die organisasie te individualiseer word in hierdie artikel beskryf. Dit sluit nuwe benaderings en aanbevelings aangaande onderwerpe soos vergoeding en byvoordele, keuring, posontwerp en posverruiming, leierskap, werksure en opleiding in.


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